Only American Free Enterprise Can Meet Our Nation's Job Challenge

With the economy slowly returning to form, we must now focus on a new challenge--putting America back to work. It won't be easy--the economy has shed 7.2 million jobs since the beginning of the recession, and unemployment is at its highest level in more than 25 years. We must create 20 million new jobs over the next decade simply to put the unemployed back to work and to keep up with a growing population. There's only one system that's proven capable of meeting this goal--American free enterprise.

Economic renewal will begin where it always does, with entrepreneurs and America's 27 million small businesses. These everyday heroes are unparalleled in their ability to create jobs, spur local development, and bring new products and services to market. Over the last decade, small businesses created between 60%-80% of all new jobs and, given the right business environment, can deliver big for job seekers once again.

But American free enterprise is about more than just a small startup or the biggest corporation. It's a powerful idea that is inseparable from the American Dream. Free enterprise offers the opportunity to dream big--and to turn that dream into a reality. This dream may start in a garage, with money borrowed from friends and family members. But long hours, creativity, and perseverance can transform a humble startup into a Main Street storefront-and provide livelihoods for members of the community. The sky is the limit and free enterprise makes it possible...

That's why the U.S. Chamber of Commerce is embarking on one of the most important initiatives in our nearly 100-year history. Today we are launching "American Free Enterprise: Dream Big," a comprehensive and sustained campaign to remind, educate, and persuade our fellow citizens and leaders that the free enterprise values of individual initiative, hard work, freedom of choice, and the free exchange of trade, capital, and ideas that built this great country can lead us back to prosperity.

Alexin Business Before Hours

Alexin LLC opened their doors for a Business Before Hours this morning. Guests were treated to tours and networking.
Great Turnout! Thanks Alexin!

Employee Empowerment is Key to Success with Lean

The management concept of employee empowerment can be defined as the creation of an environment in which people at all levels feel they have real influence over standards of quality, service, and business effectiveness within their areas of responsibility.
It is a strategy and philosophy that enables employees to make decisions about their jobs. In an organization where this style of management is not natural, adopting a management style that embraces empowerment will be a difficult but critical change in order to succeed in the effort of implementing Lean Enterprise Thinking.

Organizations that support empowered people have some common characteristics:

- There are few management layers in the organization
- Wide spans of control exist with relative responsibilities and accountabilities
- A process-based organization structure is used as opposed to a purely functional based structure
- Management stands behind people being empowered

Most experts who are familiar with implementing Lean in an organization will probably state something to the effect of
“…. the major inhibitor to get a lean environment is the inability to trust the workforce and really give up a certain level of control in order to give people the power to implement their own ideas and be respected as experts in their area….”

Without this level of trust within the workforce, those who know best how to improve the operation will not feel they can make the changes required to eliminate all of the waste possible and the thought of continuous improvement will not become a way of thinking as it must for Lean to be truly successful.

Empowering the workforce does not mean that management gives up control and lets people do whatever they please. Instead, guidelines and boundaries need to be set so that everyone knows the limits of how they can operate. A process needs to be established that allows management to set the direction for the organization but lets the workforce finds unique ways to achieve these goals and objectives. By letting the workforce be free to implement ideas within their work areas, management will find that the organization is much more productive than by following the direction of a few select individuals. The trick is to leverage one’s self though the talents of everyone involved.

The process of adapting an empowerment style of operating within the organization is not solely the responsibility of management. True, a manager needs to learn to let go without giving up total control, but in order for empowerment to work, the employee must accept it and the responsibility that goes with it. In short – they have to take it. However, not all are willing or able to do, or they do not know how and what it means, so care must be taken to educate and transition those involved.

Changing to a mode of operating that truly empowers the members of an organization is a difficult transition to make but is one that can be accomplished. It does take time and having a coach can be a real help. Everyone involved should be patient and realize that the organization is learning a new way to operate, but once it is successful with this transition, the organization will have taken a major step towards to Being Lean and not just Doing Lean.

By: Bradford Staats - President, Peak Enterprise Solutions

Avoid Being a Fraud Victim

The best way to avoid the financial loss and the time required to identify, prove, and get restitution from an act of fraud is to avoid getting "suckered" in the first place. Unfortunately, it isn't always easy to identify a con artist. Your best defense is personal education.

We all remember Bernie Madoff who recently pleaded guilty to securities fraud, mail fraud, wire fraud, money laundering, and perjury. He will likely spend the rest of his life in jail, but what about his victims? In many cases, their financial lives are ruined. And for all of the victims, the question remains “how did this happen to me”?

Why are we so Gullible?

Those of us not impacted by the Madoff Ponzi scheme, may wonder how investors were so blind to what now appears to be obvious warning signs. The answer is quite simple. Everyone likes to feel privileged. So when offered an opportunity to be part of an exclusive group of investors, many jump at the chance. Our society gives credibility to being part of an inner-circle. So much that we believe the right connections can allow us to gain access to opportunities that are not available to others. On top of that, we all believe we are smart investors and good judges of personal character. For these reasons, we are often blinded to the obvious.
But not all fraud comes in the act of investing money. You can be “taken” by a con artist who simply plays to a person’s empathy and kindheartedness. Regardless of the method, both will create financial harm.

Elderly Parent Loses Thousands

You may believe that your family is protected from fraud because you have a good relationship with your elderly parents. However, this may not be enough to protect them.

I am familiar with a situation where an individual took advantage of the kindness of an older gentleman. After befriending the gentleman, this younger female began sharing stories of her unfortunate life circumstances. What evolved was a father-daughter relationship. Eventually, the gentleman provided the young lady with money to help with her children, thinking that this one-time gift would allow her to resolve her stressful situation and her life would be better. However, after the first money was provided, the hardship stories continued and the young lady began asking for more money. After several more “gifts”, the older gentleman realized that he may be jeopardizing his own financial situation. He tried to stop his contact with the young lady, but her phone calls continued and she began to threaten the older gentleman.

It was not until his adult children became knowledgeable of the situation that the young lady stopped her harassment. As was learned later, this young lady had done this to others. She was truly a con artist. The older gentleman saw himself as a “good Samaritan” by attempting to assist a person in need. Unfortunately, the young lady saw him as easy prey.

Indiana Investment Watch and Money Smart Week

Financial literacy and the increased awareness of fraud have become top priorities of Indiana’s Secretary of State Todd Rokita. To assist the citizens of Indiana, the Secretary has created Indiana Investment Watch. (Go to www.sos.in.gov and click on Securities Division, then Indiana Investment Watch.) The website provides financial tools along with a listing of various workshops.

Money Smart Week, October 10 through 17, is another initiative supported by Secretary Rokita. During this week, financial workshops and seminars will be held around the state. You can find a schedule of the events at www.moneysmartweek.org/indiana or at the website listed above.

Summary

The best way to protect yourself and your family from falling prey to fraud is to understand how to avoid potential harmful situations. The more you know about handling your financial affairs and managing your money, the less likely you are to make costly mistakes or be drawn into harmful financial schemes. Take advantage of every opportunity to increase your financial knowledge and decrease your vulnerability.


Elaine E. Bedel, CFP®, is president of Bedel Financial Consulting, Inc., a wealth management firm providing fee-only financial planning and investment management services. She is the author of “Advice You Never Asked For…But wished you had!” available on Amazon.com. For more information, visit their website at www.BedelFinancial.com or email to ebedel@bedelfinancial.com.

Business Continuity Considerations H1N1

The Influenza A (H1N1) virus outbreak is an evolving situation and it is important for Hoosier businessesto think proactively about the situation should it become more severe. Indiana businesses need toconsider what preventative measures, policies and/or procedures they may need in order to operate ina pandemic environment. The following are ten quick reference guidelines to evaluate your business’level of preparedness and ability to manage the situation if needed:

Preventative Measures
Consider policies and procedures which promote good health habits, such as hand washing/sanitizing,staying home when sick, avoiding close contact, etc., and your business can enact to enhance the safety of the workforce and prevent the continued spread of the virus. Also consider how this information will be distributed to staff. In addition, consider what measures can be taken to protect your customer, as well as your employee, when performing services to customers that require face‐to‐face exchanges.

Identify Professional Relationships
Identify your suppliers, shippers, resources and other businesses you must interact with on a daily basis. Develop professional relationships with more than one company to use in case your primary contractor cannot service your needs. A disaster that shuts down a key supplier can be devastating to your business.

Critical Business Processes and Communication
Carefully assess how your company functions, both internally and externally, to determine which staff, materials, procedures and equipment are absolutely necessary to keep the business operating. Review your company’s internal and external means of communication, including staff call down lists, e‐mail distribution lists, client/customer contacts, pagers, etc.

Succession of Management
Identify your company’s line of succession for key leadership, recommended to be a minimum depth of three (3) employees. These identified successors should possess the capabilities to perform leadership responsibilities and have decision making authority for your organization. Include at least one person who is not at the company headquarters, if applicable.

Social Distancing
Businesses need to consider what activities can be implemented to limit social contact, such as limiting face‐to‐face meetings utilizing web or tele‐conference meetings. Also, consider your company’s capabilities as they relate to tele‐commuting and the equipment needed in order to sustain operations.

Plan for Payroll Continuity
Include emergency payroll, expedited financial decision‐making and accounting systems to track and document costs.

Family/Home Planning
Encourage a plan for your staff’s families to prevent the spread of infections at the home.
Staffing. Plan for potential absenteeism and consider staff restrictions due to employees/family members sick or thought to be sick. Consider staffing assignments based on operations critical to survival and recovery.

Resource Availability
Access to supplies may be restricted. Identify the critical resources needed to accomplish
critical/essential functions and plan for shortages.

Travel Restrictions
Consider and plan for possible travel restrictions to conferences/meetings or distribution services.

If you have any questions or concerns please contact:
David Barrabee
COOP/COG Coordinator
Division of Planning and Assessment
Indiana Department of Homeland Security
(317) 233‐6116
dbarrabee@dhs.in.gov
Additional resources and information:
http://www.ready.gov/
http://www.fema.gov/business/guide/index.shtm
http://www.nfpa.org/assets/files/PDF/NFPA1600.pdf
http://www.drj.com/index.php?option=com_content&task=view&id=753&Itemid=449
http://www.in.gov/flu/
http://www.cdc.gov/

Three Chamber Members Win "Best of" for Northeast Indiana

Tyegers Pizza

Winner of Best Pizza

Reimschisel Ford
#2 Auto Service & Repair
#2 Used Auto Dealership

Jeremy Reimschisel

• Winner - New Auto Salesperson
  
• #2 Used Auto Salesperson

Angel Corps
#1 Winner Home Health Care

The New Employer Mantra: “All I Really Need Is….”

It’s a comment that I hear far too often from employers: “All we need from our new hires is (fill in the blank).” And typically, that blank is filled in with something other than academic skills. For example, a physician at a national education conference earlier this month told a room full of state superintendents, governors’ aides and other policy leaders that all he needed was “someone who can pass a drug test.”

Really? Is that all that our employers need these days?

Think about that for a minute. Would you really hire a high school dropout, for example, if he passed a drug test? Even if he dressed nicely, wore close-toed shoes, talked politely and showed up on time, would that really be enough? What if that same polite, well-dressed guy couldn’t read or do simple math computations?

Unfortunately, that is the message that a lot of educators are hearing from us. Indeed, I can’t count the number of times that I have heard a teacher or a school administrator lecturing a legislator, an employer or some other audience about the “misguided attention” that we are giving to standards, testing and accountability. “That’s not what employers need,” we are told about math, science and language skills. “What businesses really need is someone who will show up on time and can work in teams.”

True enough. Employers do need those traits in their employees. But is that all they need?

In some circles, these alternatives to academics are referred to as “soft skills” or “21st century skills.” Yes, there are some who define those terms much more rigorously; but nearly always, those skills are viewed as alternatives to rigorous academics. And whether intended that way or not, that’s what a lot of educators are hearing from us.

Alice Seagran, Minnesota’s Commissioner of Education, had a pretty blunt response to the physician quoted above: “This is pathetic,” she told a room full of her colleagues and other education leaders, “to have such low expectations. We must start talking about much higher expectations for learning and values.” She noted that far too many parents already think their children can succeed without algebra – because they didn’t need algebra. Having employers downplay such things is even more troubling.

Yes, our employers need workers who can show up on time, who will pass drug tests, who work well with others, etc. But if our communications continue to give precedence to those personal traits, then we may soon find that that is all that we get.

From the Desk of
Derek Redelman
Vice President, Education and Workforce Development Policy
Indiana Chamber of Commerce